It’s pretty easy to figure out what to do with your bad employees. Get rid of them! But what do you do with your top-notch employees?
Yes, you have to develop them into leaders, but that sounds too abstract for some supervisors. In the “here and now,” you’ll probably make those select employees your go-to people for everything. Besides, they’re so reliable—how could you not?
Sounds good on the surface until the tasks start piling up for those employees, and their work hours start getting longer to get everything accomplished.
Not to mention the message it’s sending out to your mediocre employees. (Didn’t think of that, huh?)
If your default solution is to give everything to your high-performing employees, average employees may see it as a reason not to raise the bar, fearing that they may also become bogged down with work. Besides, in today’s workplace, the odds are pretty high that those top performers don’t get paid that much more, so workers who “just get by” become even more unmotivated.
Leaders don’t take the easy way out. If you have employees who are struggling with a task they are capable of doing, encourage and coach them through it. It takes more time; but the reward will be having a solid team as a whole—not just a solid top tier. And if certain employees aren’t capable of doing the tasks they were hired to do, why are they still part of your organization?
Just like a sprinter can’t run at top speeds for a long distance, your top tier can’t operate on overdrive for too long without losing stamina and enthusiasm.
Be mindful not to burn out your star employees with the workload you place on them. Otherwise, their loyalty to your organization may start to dim—ultimately causing them to leave.